Besides running background checks to determine the authenticity of a candidate, it is imperative for hiring managers to conduct other comprehensive assessment tools such as Integrity tests. Integrity tests help measure the candidate’s honesty, dependability, reliability and work ethic. Hiring someone with these qualities is essential for an organisation as employers want to work with people that are trustworthy and honest as dishonesty can damage the company’s reputation.

No employer wants to hire someone that is unreliable especially during difficult times.  Warren Buffet once said, “In looking for people to hire, look for the three qualities: integrity, intelligence and energy. And if they don’t have the first, the other two will kill you”. Think about it this way…hiring a person with no integrity but intelligence and energy will fail dismally because they only use their intelligence and energy with no honesty or moral principles. This will not only cost you money but the reputation of your whole organisation.

When hiring a person who has a high level of integrity, you are hiring someone that is open to communication in order to strengthen relationships and build trust. In times of crisis you will want to work with people that are open and honest in communication. Transparency in communication benefits the company in many ways by putting clients at ease especially during such trying and difficult times that we are finding ourselves in currently. People with integrity should be able to set a good example by following through their commitments and promises.

Conducting Integrity tests help with identifying the problem in advance and will then save time and costs. These can help predict behaviour – ranging from absenteeism, time-wasting, tardiness, to more serious behaviours such as theft, fraud, drug use, and safety violations. Integrity tests are mostly used on entry-level employees to check reliability, rule-following, dependability etc, although we are able to conduct Integrity checks on Senior Managers using a slightly more advanced and focused assessment specifically designed employees who are at a more senior level. There is no need to be investing precious resources in the wrong person, know who you are hiring on time so you will not have regrets in future – as we always say, Background Screening should be a proactive approach, not reactive once it’s too late!